Sexual Harassment – Taking the First Steps

Sexual Harassment Lawyer Timothy Broderick talks about the options and the first steps in responding to sexual harassment in the workplace.

Advice for Sexual Harassment Victims

Attorney Timothy Broderick shares advice for victims of sexual harassment.

Sexual Harassment in the Media – Attorney Broderick

Employment lawyer Broderick discusses sexual harassment cases in the media.

The Negative Effects of Sexual Harassment – Attorney Broderick

Attorney Broderick at the Broderick Saleen Law Firm talks about the negative mental and physical effects of sexual harassment on the victim.

Eradication of Sexual Harassment – Lawyer Timothy Broderick

Attorney Timothy Broderick discusses Broderick Saleen Law Firm’s mission of eradicating sexual harassment in the workplace.

Employment Attorney Lists 11 Common Mistakes of Sexual Harassment Victims – Attorney Timothy Broderick

Sexual Harassment Lawyer Tim Broderick talks about the 11 common mistakes that sexual harassment victims often make.

A Victim’s Guide to Sexual Harassment for California – Attorney Timothy Broderick

Attorney Timothy Broderick discusses the book he wrote with law partner Katrina Saleen, A Victim’s Guide to Sexual Harassment for California.

When is it Sexual Harassment? | Lawyer Timothy Broderick

Lawyer Timothy Broderick discusses what workplace sexual harassment is.

Retaliation for Filing a Sexual Harassment Claim | Lawyer Timothy Broderick

Lawyer Timothy Broderick discusses retaliation in the workplace for reporting sexual harassment or filing a sexual harassment claim.

Overview of Sexual Harassment-Related Claims – Lawyer Timothy Broderick

Lawyer Timothy Broderick talks about various sexual harassment related claims.  

Sexual Harassment-Related Claims

Quid Pro Quo Sexual Harassment: When an employer or supervisor makes submission to unwelcome sexual advances a condition for favorable employment terms or to avoid adverse employment actions. Hostile Work Environment: In order to be actionable in court, sexual harassment of the hostile work environment type must be sufficiently severe or sufficiently pervasive. Sufficiently severe  Read More …

11 Mistakes Made By Sexual Harassment Victims page2

Mistake #6: Lawyer Katrina Saleen discusses the sixth common mistake of sexual harassment victims, not knowing what constitutes actionable sexual harassment. Mistake #7: Lawyer Katrina Saleen discusses the seventh common mistake of sexual harassment victims, not realizing that you are protected from retaliation. Mistake #8: Lawyer Katrina Saleen discusses the eighth common mistake of sexual  Read More …

11 Mistakes Made By Sexual Harassment Victims

Mistake #1: Lawyer Timothy Broderick discusses the first common mistake of sexual harassment victims, not telling the sexual harasser to stop their harassing behavior. Mistake #2: Lawyer Timothy Broderick discusses the second common mistake of sexual harassment victims, not documenting the harassment. When the employer or employer’s attorney investigate a sexual harassment case, one of  Read More …

Taking the First Steps

Attorney Timothy Broderick discusses the options one has in taking the first steps in responding to sexual harassment in the workplace.   ______ Attorney Timothy Broderick’s LinkedIn page. Attorney Timothy Broderick’s Avvo page. Attorney Katrina Saleen’s LinkedIn page. Attorney Katrina Saleen’s Avvo Page. Visit attorneys Timothy Broderick and Katrina Saleen at: Broderick Saleen Facebook Broderick  Read More …

Sexual Harassment Attorney Katrina Telfer Saleen’s Video Biography

Attorney Katrina Telfer Saleen of the Broderick Law Firm shares some personal background and her motivations for practicing sexual harassment law.

Sexual Harassment Attorney Timothy B. Broderick’s Video Biography

Attorney Timothy B. Broderick of the Broderick Law Firm provides some personal background and shares how his law practice has evolved into a focus on sexual harassment law.

Common Mistake #11 – Not Getting an Attorney Involved Early in the Process

Victims often wait too long to get an attorney involved in their sexual harassment case. It is best to get an attorney involved in your case as early as possible. Attorneys will often make a demand for settlement before the victim files an administra tive complaint with the Department of Fair Employment and Housing (DFEH)  Read More …

Common Mistake #10 – Not Checking for an Arbitration Agreement

Contractual arbitration has become increasingly popular for employers over the years, and so it is important for victims of sexual harassment to check to see if they are bound to arbitration, or whether they can instead file a lawsuit in Superior Court. It is important to determine if a victim is bound to arbitration before  Read More …

Common Mistake #9 – Failing to File an Administrative Complaint in Time

As a prerequisite for a lawsuit for sexual harassment in California, a potential plaintiff is required to get a right to sue letter from either the DFEH or the EEOC. If an administrative claim to the DFEH or the EEOC is not filed within the time period provided by the applicable statute of limitations, then  Read More …

Common Mistake #8 – Taking Management’s Word That the Victim Does Not Have a Case

An employer’s human resources department has the goal of protecting the employer. After a sexual harassment victim makes a complaint to management or the human resources department, it is important for sexual harassment victims to realize that they should not necessarily take management’s word in determining whether they have a viable legal claim. The information  Read More …

Common Mistake #7 – Not Understanding Retaliation

   It is illegal for an employer to retaliate against a sexual harassment or discrimination victim for filing a charge with the DFEH or EEOC, participating in a sexual harassment investigation, or opposing discriminatory practices. If, for example, an employee makes a claim of sexual harassment that does meet the legal criteria of being sufficiently  Read More …

Common Mistake #6 – Not Knowing What Constitutes Actionable Sexual Harassment or Discrimination

   It is important for victims to know their rights. Using tools such as literature on sexual harassment and the advice of an attorney to understand what conduct constitutes sexual harassment is a powerful step in confirming a victim’s rights and can build confidence and assist in moving forward with the next steps in stopping  Read More …

Common Mistake #5 – Not Getting Mental Health Care Early

   Another mistake that victims of sexual harassment sometimes make is thinking that they should cope with the affects of sexual harassment on their own. Victims of sexual harassment may be affected by the harassment in a number of debilitating ways. A sexual harassment victim may suffer from depression, anxiety, traumatic stress, sleeplessness or nightmares,  Read More …

Common Mistake #4 – Failing to Follow-Up After Complaining to the Employer

   After an employee makes a complaint to his or her employer regarding sexual harassment, the employer is required to take action. The California FEHA states that employers must take all reasonable steps to prevent unlawful harassment. California and federal law requires that an employer must take remedial action in response to a report of sexual harassment.  Read More …

Common Mistake #3 – Not Reporting the Harassment Early

   Under California law, there is an affirmative defense to limit damages in harassment actions called the avoidable consequences defense, which an employer may raise when a sexual harassment victim delays reporting the harassment to the employer. California courts have recognized that a defending employer has the ability to plead an affirmative defense in sexual harassment  Read More …

Common Mistake #2 – Not Documenting the Harassment

   As the harassment occurs, it can be helpful in later litigation to have a written account of each incident of harassment that took place. As part of documenting the harassment, make sure to save any memos, letters or emails that are related to the harassment, but be careful not to violate the employer’s confidentiality  Read More …